{"id":4150869,"url":"https://alion.io/job/landmark-ventures-director-human-resources","title":"Director, Human Resources","company":{"id":4481380,"name":"Landmark Ventures","domain":"landmarkventures.com","url":"https://alion.io/company/landmark-ventures","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":null,"truth_index":null},"role":"HR","role_family":"HR","seniority":"head","employment_type":"full_time","work_mode":"remote","remote_scope":"stated_countries","remote_scope_basis":"posting_text","remote_working_hours":null,"hiring_geo_confidence":"explicit","locations":[],"countries":[],"hiring_countries":["US"],"hiring_countries_total":1,"salary":null,"salary_estimate":null,"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Slack","optional":false}],"status":"live","first_seen_at":"2026-11-12T08:41:31Z","employer_posted_date":null,"last_verified_at":"2026-11-12T08:41:31Z","board_verified":false,"closed_at":null,"days_open":0,"trust":{"level":"not_scored","repost_count":null,"flags":[],"days_open":0},"description":"The Opportunity\n\nLandmark Ventures is seeking an exceptional Director, Human Resources to help build, develop, and support the team that drives our business forward.\n\nThis is a hands-on role at the intersection of talent acquisition, people development, and HR leadership. We are looking for someone who is equally energized by finding extraordinary people, helping existing employees reach their potential, and building the systems, policies, and practices that make a growing organization work better.\n\nAt its core, this is a role focused on three things: bringing great people into Landmark, making the people already here better, and ensuring we have an effective and well-run HR function.\n\nThe Director will lead Landmark’s recruiting efforts, help strengthen performance and professional development across the organization, and oversee the HR operations, employee relations, policies, and processes that support our people and culture.\n\nLandmark is an entrepreneurial organization with multiple businesses, a distributed workforce, and an ambitious vision for growth. Our people are central to everything we do, and we need an HR leader who understands that recruiting, developing, and retaining exceptional talent are among the most important investments we can make.\n\nThis person will partner closely with the COO, executive leadership, practice leaders, and our HR/Ops team to translate that belief into action.\n\nAnd in a world where AI and modern technology are changing how companies recruit, develop, and manage talent, we want someone who is curious, forward-thinking, and eager to use these tools to make our HR function smarter, faster, and more effective without losing the human judgment and relationships that matter most.\n\nKey Responsibilities\nTalent Acquisition & Recruiting (50%)\nIdentify, attract, and hire exceptional people who can move our organization forward.\n\nRecruiting is one of the most important responsibilities of this role. We want someone who sees talent acquisition not simply as filling open positions, but as building the future of the organization.\n\nOwn and lead Landmark’s overall recruiting strategy and talent acquisition process across our businesses and teams.\n\nServe as a hands-on recruiter, actively sourcing, identifying, engaging, screening, and evaluating candidates for positions across the organization.\n\nPartner with hiring managers to understand business needs, define roles, develop compelling job descriptions, establish candidate profiles, and determine what exceptional talent looks like for each position.\n\nBuild and maintain strong candidate pipelines, including proactive outreach and relationship development with prospective candidates before positions become available.\n\nLead recruiting efforts from initial sourcing and candidate engagement through interviews, assessments, reference checks, offers, and hiring decisions.\n\nDevelop thoughtful interview processes, evaluation frameworks, and selection criteria that help managers make better, more consistent hiring decisions.\n\nHelp hiring managers become more effective interviewers and evaluators of talent.\n\nIdentify and recommend new recruiting channels, platforms, communities, networks, and approaches to reach high-quality candidates.\n\nOversee recruiting platforms, applicant tracking systems, and candidate communications to ensure an organized, efficient, and positive candidate experience.\n\nPartner with leadership on workforce planning, organizational needs, future hiring priorities, and the capabilities Landmark will need as we grow.\n\nEstablish and monitor recruiting metrics, including time-to-fill, pipeline quality, hiring effectiveness, and candidate experience.\n\nDirect and coordinate recruiting activities with the HR Assistant and other internal team members while maintaining personal ownership of recruiting outcomes.\n\nContinuously improve how Landmark identifies, attracts, evaluates, and hires talent.\n\nThe goal is not simply to fill positions. The goal is to consistently bring people into Landmark who raise the bar for everyone around them.\n\nWe want someone who enjoys recruiting, is good at recognizing talent, and takes real satisfaction in finding the right person for the right opportunity.\n\nSometimes that means developing a thoughtful hiring strategy for a senior leadership position. Sometimes it means sourcing candidates directly, reviewing applications, conducting interviews, or helping a manager recognize that the best candidate may not have the most conventional background. You should be comfortable doing all of it.\n\nTalent Development & Organizational Performance (30%)\nHelp make Landmark a place where talented people continually grow, managers become stronger leaders, and teams perform at their best.\n\nHiring great people is only the beginning. We want an HR leader who is equally committed to helping employees develop their capabilities, advance their careers, and do the best work of their lives.\n\nThis is not simply about coordinating training sessions or administering performance reviews. It is about building a culture where development is intentional, feedback is meaningful, and people are continually getting better.\n\nPerformance Management & Employee Growth\n\nOwn and continually improve Landmark’s performance management approach, ensuring employees receive clear expectations, meaningful feedback, and opportunities to grow.\n\nLead the effective use of Lattice, including Reviews, Updates, and Grow, as tools for ongoing performance, feedback, and professional development.\n\nManage biannual performance review cycles, including planning, communications, manager preparation, calibration, promotion discussions, and follow-up.\n\nPartner with managers to strengthen the quality and consistency of employee feedback, coaching, and performance conversations.\n\nHelp employees and managers establish meaningful professional development goals and actionable growth plans.\n\nOversee and evolve Landmark’s Career Tracks and Grow Areas across practices, ensuring employees understand expectations, competencies, and opportunities for advancement.\n\nIdentify employees with strong potential and partner with leadership to create development opportunities, stretch assignments, and pathways for increased responsibility.\n\nHelp managers address underperformance constructively, consistently, and effectively.\n\nEstablish systems that turn performance conversations into meaningful action rather than administrative exercises.\n\nLearning, Professional Development & Manager Effectiveness\n\nDevelop and lead Landmark’s professional development strategy, connecting employee learning with organizational needs and business priorities.\n\nIdentify the skills, capabilities, and competencies employees need to succeed in their current roles and prepare for future opportunities.\n\nDesign and coordinate high-value professional development sessions, workshops, learning experiences, and other opportunities for employees across the organization.\n\nDevelop practical manager training programs focused on coaching, communication, delegation, accountability, performance management, and team leadership.\n\nPartner with internal subject matter experts and external resources to create relevant, engaging, and useful learning experiences.\n\nBuild and strengthen mentorship, peer learning, knowledge sharing, and other employee development initiatives.\n\nHelp managers translate employee development needs into specific actions, experiences, and opportunities.\n\nEvaluate the effectiveness of learning and development initiatives and continuously refine programs based on employee needs and organizational outcomes.\n\nEmployee Engagement, Culture & Organizational Health\n\nLead initiatives that strengthen employee engagement, organizational health, retention, and the overall employee experience.\n\nOversee employee feedback and organizational health surveys, identifying meaningful patterns, opportunities, and areas requiring attention.\n\nPartner with leadership and managers to translate employee feedback into practical improvements and measurable action plans.\n\nSupport recognition, employee milestones, appreciation, and other programs that reinforce Landmark’s culture.\n\nHelp identify retention risks and develop thoughtful strategies to keep talented employees engaged and growing.\n\nSupport employee engagement initiatives, including the IDEA Council and related inclusion and belonging programs.\n\nPartner with leadership to strengthen collaboration, communication, accountability, and employee connection across our distributed organization.\n\nThe goal is to create an environment where people know what great performance looks like, understand how to get there, and have the support to keep improving.\n\nWe want someone who recognizes that a performance review is only valuable if it changes something. That professional development is not simply about offering classes, but about building capabilities. And that a great manager can have an extraordinary impact on an employee’s experience, growth, and long-term success. Your job is to help make those things happen across Landmark.\n\nHR Operations, Policies & Employee Relations (20%)\nBuild and maintain a thoughtful, efficient, and well-run HR function that supports our employees, managers, and business.\n\nA great HR function needs strong fundamentals. Policies should be clear. Processes should work. Employee concerns should be addressed thoughtfully and promptly. Managers should know where to turn for guidance. And employees should feel that HR is professional, responsive, consistent, and fair.\n\nWe want someone who can oversee these responsibilities with confidence and sound judgment while building systems that make the organization easier to operate as we grow.\n\nHR Policies, Compliance & Employee Relations\n\nOwn and maintain Landmark’s HR policies, procedures, employee handbook, and related employment practices.\n\nEnsure HR practices align with applicable employment laws, regulations, and company requirements, coordinating with external HR, legal, and compliance resources as appropriate.\n\nServe as a trusted resource to employees and managers on HR policies, employee concerns, workplace expectations, and people-related issues.\n\nPartner with leadership and managers to address employee relations matters, performance concerns, workplace conflicts, and other sensitive situations thoughtfully and consistently.\n\nProvide practical guidance on employee documentation, corrective actions, performance improvement plans, and other personnel matters.\n\nIdentify potential HR risks, recommend appropriate actions, and help resolve issues before they escalate.\n\nOversee required employee training, policy acknowledgments, and compliance-related initiatives.\n\nMaintain appropriate confidentiality, professionalism, and discretion in all employee matters.\n\nHR Systems, Administration & Employee Lifecycle\n\nOversee the effective administration of Landmark’s HR systems, including BambooHR, Lattice, recruiting platforms, and related tools.\n\nLead the overall onboarding process, ensuring new employees have an organized, welcoming, and productive transition into Landmark.\n\nPartner with hiring managers and the HR/Ops team to establish meaningful onboarding experiences and clear expectations for employees’ first 30, 60, and 90 days.\n\nOversee employee lifecycle processes, including new-hire documentation, employee changes, promotions, departures, and related HR administration.\n\nEnsure employee records, HR documentation, and personnel information are accurate, current, secure, and appropriately maintained.\n\nCoordinate with the HR/Ops team and external partners on benefits administration, employee questions, and related HR processes.\n\nDevelop and maintain clear HR workflows, documentation, responsibilities, and operating procedures.\n\nPartner with the HR Assistant and Senior Assistant to ensure day-to-day HR activities are completed accurately, consistently, and on time.\n\nEstablish and maintain...","description_format":"text","description_chars":23049,"description_truncated":true,"requirements":{"experience_years_min":null,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[]},"benefits":["Life insurance","Professional development"],"hiring_locations":[{"name":"United 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